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HRM Practices in Human Resources Resource Management

   

Added on  2020-07-23

11 Pages2778 Words403 Views
HUMAN RESOURCEMANAGEMENT

Table of ContentsINTRODUCTION...........................................................................................................................1LO 1 ................................................................................................................................................1P1 Purpose and functions of human resource management .......................................................1P2 Strength and weakness to different approaches of recruitment and selection ......................2LO 2.................................................................................................................................................2P3 Advantages of several HRM practices for employer and employee .....................................2P4 Effectiveness of different HRM practices in order to raise profit and productivity..............3LO 3.................................................................................................................................................4P5 Importance of employee relations and its influence in HRM decision making.....................4P6 Key elements of employment legislation...............................................................................4LO 4 ................................................................................................................................................5P7 Application of HRM practices in work environment ...........................................................5CONCLUSION................................................................................................................................6REFERENCES................................................................................................................................7

Illustration IndexIllustration 1: HRM practices...........................................................................................................2

INTRODUCTIONHuman resource management is considered as one of the important department of anorganization which helps in better staff selection process, initiating training and development andproviding healthy and safe workable environment (Alfes and et.al., 2013). A comprehensivediscussion, addressing the issues faced by Indian Airlines will be made further providing variousstrategies on the same. The report focuses on the main purposes and functions of HRM whichare, recruitment, selection, retention etc. In the end, a brief discussion will be made onapplication of HRM practices in work environment LO 1 P1. Purpose and functions of human resource management The main purpose of human resource management is to coordinate with people workingin the organization in order to achieve specific objectives. Further, another important role ofhuman resource team includes fulfilling the requirement of employees and maintaining staffsatisfaction. Some of the main functions of human resource management that are needed to befulfilled by HR team of Indian Airlines include:Recruitment: HR team of Indian Airlines is responsible for recruiting right kind ofcandidates in the company as per the requirement arising in different department. Thereare four main functions that are considered while recruiting people which are analysis ofthe job necessity, sourcing, screening and then finally selecting them (Bratton and Gold,2012).Selection: It is an important function of HR where right kind of talent is attractedtowards the job ensuring that roles and responsibilities will be carried out in a well-defined manner. Proper screening of candidates in initiated in order to perform thisfunction.Retention: Different activities are initiated in order to retain the current employees andultimately reduce staff turnover ratio. Employees are given with adequate number ofopportunities such as promotion, bonuses, monetary and non-monetary benefits, etc.Performance: Another function to be conducted by the HR team of Indian Airlinesincludes management of performance of employees. They tend to keep the criteria ofperformance appraisal very clear and transparent so that entire process will be adoptedwillingly by employees (Budhwar and Debrah, 2013).1

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